近十年來，公司治理、高績效人力資源管理以及智慧資本對企業績效影響的 學術研究數量成長快速。然而，大部分的研究偏重於探討公司治理、高績效人力 資源管理、以及智慧資本三構念個別對企業績效的直接影響，但沒有探討它們之 間的關係。以公司治理與組織績效的研究而言，少數學者提出兩者間存在非線性 關係，應該要釐清中間的過程因素。而Bowen and Ostroff (2004)也主張未來人力 資源管理與組織績效的研究必須著重過程因素的探討。第二，高績效人力資源管 理的實證研究大都著重於其後果的討論，非常少研究其前因，尤其是探討公司治 理與高績效人力資源管理的關係的研究幾乎付之闕如。第三，雖然有少數研究探 討人力資源管理與智慧資本之間的關係，但這些研究大都採用問卷調查蒐集橫斷 面資料，因此只能呈現它們之間的關連性而無法確切地證明其因果關係。整合過 去的理論，本研究建立三者之間的因果關係，並探討這三構面對企業績效影響的 中介過程因素。 在方法上的問題，由於過去研究大都使用橫斷面資料，其所衍生出來的內生 性問題（endogeneity problem），使得因果推論上無法得到確切的驗證，減弱這些 實證研究結果的可信度。因此，未來研究應該採用長期性資料結構，探討變數間 的因果關係。另外，使用問卷調查法的研究在變數衡量上存在一些主觀因素與測 量偏誤的問題。大部分採用問卷調查法的研究在回收率上常顯得過低，樣本代表 性顯得不足。 為補強上述理論建構與方法的研究缺口，本研究的目的在於： 1. 探討公司治理，高績效人力資源管理，智慧資本與組織績效的關係，建構一 個整合型的分析架構以提供實證研究的依據，著重於探討各構面之間的因果 關係，以及高績效人力資源管理與智慧資本在公司治理與組織績效之間的中 介角色； 2. 採用長期性研究設計，以台灣新報社（TEJ）資料庫，問卷調查，以及電話 調查公司電話訪談三種方式，分三年六個階段來分別蒐集公司治理，高績效 人力資源管理，智慧資本與組織績效的數據，以提高回收率與擴大樣本的代 表性； 3. 以階層線性模式(HLM)方法與階層迴歸分析法進行資料分析與階層迴歸分析 法來探討各構面對組織績效的直接與中介效果。During the last decade, there was a substantial growth in empirical studies investigating the relationships between the three emerging constructs (i.e., corporate governance, high‐performance human resource management, and intellectual capital) and firm performance. Nevertheless, the majority of these studies examined the relationships between each individual construct and firm performance, rather the inter‐relationship among these three constructs. However, a few scholars have argued that there exists a non‐linear relationship between corporate governance and firm performance, calling for a need to understand the intermediating factors. Bowen and Ostroff (2004) also posit that future research in the relationship between human resource management and firm performance should focus on its process variables. Besides, very few studies have investigated the antecedents of high‐performance human resource management, in particular the role played by corporate governance. Based on prior theoretical work, this study attempts to establish an integrative model that link these three constructs with firm performance and test the causal relationships between these three constructs. Due to using cross‐sectional data in studying the relationship between the above‐mentioned constructs and firm performance, most prior studies have suffered from the endogeneity problem, causing the threat to the internal validity of these empirical studies. In addition, studies using survey instruments to collect data may have measurement problems and low response rates. Thus, future research should overcome the these problems by using longitudinal data to study the causal relationships and objective data. The aim of this research has three folds as below: 1. To establish an integrative model to empirically investigating the causal relationships among corporate governance, high‐performance human resource management, intellectual capital, and firm performance. 2. To adopt a longitudinal design and collect quantitative data from Taiwan Economic Journal (TEJ) data bank, questionnaire survey and phone interviews. 3. To utilize hierarchical linear model (HLM) and hierarchical regression methods to analyze the data and test our hypotheses.